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People Geekly #58

Issue No. 58, brought to you by Culture Amp
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This is the fifty-eighth issue of Culture Amp's weekly email updating you on all the best #peoplegeek news around.

"Every employee represents your company's brand. An investment in your employees is an investment in your brand."

Vala afshar (@ValaAfshar)

Facebook conducts a performance review every six months, but these sessions aren’t evaluations so much as checkpoints. The sessions are used to seek out exceptional employees, not so much to fire underperforming ones. The company believes if someone is underperforming, they would have been dealt with prior to the review. Facebook uses a internal software to keep everyone on the same page, give each other feedback, and acknowledge jobs well done. Employees are also asked to evaluate themselves. After data is collected, managers of teams that work together discuss the findings. The whole process takes an average of a few weeks, says Facebook’s VP of People Lori Goler. 

'Crazy' decisions (4 min)

Alim Dhanji, HR exec and Medium contributor, discusses his move from the tall corporate ladder to mobile messaging startup Kik. He had spent the previous 20 years at companies like Citigroup, TD, and KPMG, and many of his friends and family thought it was a crazy career move to go to a startup. Among the reasons he thought it was a good change: He wanted to make a difference - “At a tech startup, you’re a bigger fish in a smaller pond,” he says. Accelerated learning: “You’ll learn things fast,” Dhanji says. “You’ll be expected to contribute to the company beyond your particular skillset, and you’ll work with a group of people you never imagined you would work with.” Reinvention: “In my first week at Kik, I rolled up my sleeves and worked on company org charts manually — something I hadn’t done in 20 years,” he says. 


Interested in attending a People Geekup? We’re got events coming up in Sydney, San Francisco and Melbourne. Get your tickets here.

Megan Rose Dickey of TechCrunch sits down for an interview with Erica Baker of Slack to discuss Slack’s diversity, inclusion in tech and Baker’s role. Baker says the tech industry needs to recognize its “nerdy white dude from MIT” mold and make changes to be more diverse. She says CEOs need to set the tone for diversity because it all starts from the top. Baker also discusses salary transparency, and values of Slack. 

Chris Cancialosi, Ph.D. partner and founder at gothamCulture, recounts a visit with a client, where a large consulting firm presented his client with employee engagement at the company. Cancialosi proceeded to explain that they’d been talking for an hour about employee engagement, but there were no recommendations provided that were geared toward what leaders could do to increase it. He talks about how annual employee engagement doesn’t work because the data gets stale; often leaders feel like they have to solve every problem immediately after seeing results; employees don’t feel valued; employees feel like they only get heard once a year. His suggestions to remedy include making employee input and feedback more continuous throughout the year; create an environment where employees don’t fear giving feedback; actively engage employees as part of the solution; make it fun; and talk and listen to people.

Ashley Petrovich, Director of People at Namely, explains the benefits of group interviewing job candidates at her company. “Candidates should get to meet and interview with various members of the very team they’d be working on,” says Petrovich. “When candidates get to meet with their potential new close circle of co-workers, you not only ensure that the assessment of the candidate will be both unbiased and well-rounded, but you also get an accurate glimpse into how well he or she will fit in with the group as a whole.” Among things to consider she suggests using a rating scale, meeting the candidate face-to-face, consider the order in which the team spoke with the candidate and be specific when communicating post-interview. She also has a list of things not to do during the interview, which includes not letting one person dominate the conversation, or letting too much time pass after the session before providing feedback. 


We’ve got a lot of People Geekups planned for 2016. If you’d like to host a People Geekup in your city in 2016, reply to this email and we will be in touch.

Sydney on Feb 9th.
Melbourne on Feb 11th.
San Francisco on Feb 17th.

If any of the events are sold out, make sure to grab a waitlist ticket as we’re looking to expand some of the venues.

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